Company A Mainland China Staff Turnover Problems Countermeasures

Since the1980s, with the rise of the mainland economy and peaceful and stable development of relations across the Taiwan strait, many Taiwanese company took a fancy to this huge consumer market, mainland followed, invest, and carve out. In2002, the China overtook the US as Taiwan’s biggest export market and the highest export dependence, quickening steps of Taiwan investment. As of the end of July2013, the mainland has approved the89166Taiwan investment projects, the actual use of$58.47billion from Taiwan.Market competition is talented person’s competition finally, who owns the talents, who can have absolute advantage in market competition. Taiwan-funded enterprises to realize the sustainable development of the mainland, the localization of staff must be. However, due to the mainland and Taiwan’s political system, economic system and the differences of ideas for residents, causing many Chinese nationals working in Taiwan-funded enterprises employees lack adaptability to the enterprise management, eventually choose to leave.In this paper, with A company like A Taiwan-owned enterprise as an example, the study on the Chinese nationals staff turnover issues. The first chapter, the author briefly expounds the research background of this paper, which is deduced in this paper, research ideas and research framework; The second chapter, the author study personnel loss this theme, the academic predecessors the related theory of finishing to review. Mainly includes relevant theories review staff turnover at home and abroad, the mainland Taiwan-owned enterprise staff management relevant article reviews and mainland Taiwan-owned enterprise employees work adaptability of the related research results. The third chapter, the author with A Taiwanese company turnover rate the highest planning department employees as the research sample, through the way of turnover intention survey and employee interview, contrast Taiwanese mainland staff and workers of the questionnaire results, it is concluded that the mainland workers more Taiwanese employees more turnover intention; The fourth chapter, the author in the third chapter A mainland company planning department employee turnover intention survey results, are summarized, refining and sublimation, respectively from the macro industry and policy, enterprise management and operation, staff quality and psychological three levels, sums up the main cause of A mainland company staff turnover. Focused on the mainland and Taiwan policy differences influence on choosing a career, needs to improve the enterprise salary system and promotion channels, the difference of Chinese nationals and the values of Taiwanese employees;The fifth chapter, the author in the fourth chapter of the loss of reason, from strengthening the Taiwanese managers with the mainland staff to communicate effectively, establish an effective recruitment and selection system, create a fair and reasonable compensation and incentive system, and attaches great importance to the mainland staff career planning, reasonable avoid the industry talent competition dimension, put forward the coping strategies, and briefly illustrate the effectiveness of the countermeasure;The sixth chapter for the summary and outlook. The Taiwan-owned enterprise industry and environment is different, the extent of the loss of Chinese employees is different, but in its essence still has its generality, hope industry in this paper, the Taiwan-funded enterprises in mainland staff turnover problems research provide reference.